Equal Employment Opportunity Program

This page last reviewed April 20, 2010

Frequently Asked Questions

Why Have an Equal Employment Opportunity Program Plan?

Federal law requires that the Air Resources Board (ARB) is responsible for establishing equal employment opportunity policies and preparing action plans that promote equality and prevent discrimination in the ARB's workforce. The ARB is also required by State law to implement Equal Employment Opportunity (EEO) policies and programs that are active and effective.

The State Personnel Board (SPB) is responsible for guiding and evaluating the development and implementation of the State's EEO Program. Government code Section 19797 requires all State agencies to develop, update annually, and implement an action plan which identifies areas of underrepresentation by race, gender and disability within the Board's classifications. The plan contains an analysis by job categories and levels within the hiring jurisdiction, and includes an explanation and specific actions for improving the representation based on race, gender and disabilities.

In accordance with these requirements, the ARB has a continuing commitment to ensure equality and fairness in all aspects of personnel policies and practices. Equal employment is an integral part of the ARB's employment and personnel activities and it is the responsibility of every employee to implement this program.

What are my responsibilities regarding equal employment opportunity as an ARB employee?

All ARB employees are responsible for implementing and enhancing the EEO Program by monitoring their own actions for discriminatory or harassing behavior, and by eliminating inappropriate conduct in the workplace.

What is upward mobility?

Upward mobility is an effective means of allowing employees who are concentrated in lower paying occupations to realize their full career potential and move up within State service, thus helping to achieve relevant labor force parity at all levels. The upward mobility program is a tool to use to ensure that equal employment opportunities are provided to all employees.

Who do employees contact about upward mobility options?

The basic responsibility for making career choices rests with the employee. Once an employee decides on a career path, he/she may contact their personnel specialist listed in the Directory of Administrative Services to learn about his/her options. Employees should remember that their individual success will be influenced by the competition, available positions, and the types of jobs that they will consider. The employee must be capable of performing higher level duties and be well prepared with the experience and the education necessary.

Who is considered a person with a disability?

A person with a disability is anyone who:
  1. Has a physical or mental impairment which limits one or more of that person's major life activities.
  2. Has a record of such an impairment.
  3. Is regarded as having such an impairment.

Who is considered a "qualified" person with a disability?

A qualified person with a disability is anyone with a disability who possesses the requisite skill, experience, education and other job-related requirements of the employment position held or desired, and who, with or without reasonable accommodation, can perform the essential functions of the position.

What is the Limited Examination Appointment Program (LEAP)?

LEAP is an alternative selection process designed to facilitate the recruitment and hiring of people with disabilities. It was designed by the State Personnel Board to minize the adverse impact of the traditional selection process by providing an alternate means of assessing the qualifications and skills of job applicants with disabilities. LEAP is an effective tool to facilitate the hiring of qualified candidates with disabilities. State departments are encouraged to use LEAP lists.

What Is the Competitive Rating Report Process?

The Competitive Rating Report (CRR) process ensures that all candidates are given equal employment opportunity and documents the overall hiring process.

The CRR Form ASD-65 and attachments must be competed for ALL hires. The Attachments include:

Image: Bullet A copy of the job announcement
Image: Bullet Job Criteria/Duty Statement
Image: Bullet Questions used during the interview process (which will be confidentially maintained)
Image: Bullet The completed interview rating sheet

It is illegal for anyone involved in the hiring decision to possess candidates ethnic, gender, or disability information during the interview process. Page 5 of the Standard 678 Examination and/or Employment Application (EEO questionnaire) is used for Examination purposes only and must be removed and placed in a confidential container for witness of destruction, as it is not relevant when conducting hiring interviews. The CCR package is sent to the EEO Officer, marked "Confidential".

Equal Employment Opportunity

preload